90% of Business Conflicts Are Fake: How to See Through the Chaos and Win

Let’s be real most business conflicts aren’t actually about business.

They masquerade as disagreements over money, strategy, or vision, but at their core, they are fueled by ego, insecurity, and unresolved childhood wounds.

Think about it:

• A CEO walks away from a $10M deal not because the numbers don’t add up, but because accepting it would bruise their pride.
• A manager resists a new strategy not because it’s risky, but because they’re afraid of looking stupid in front of their team.
• A founder clashes with investors not because of a misaligned vision, but because they remind him of his over-controlling father.

Most business fights aren’t about what people SAY they are. They’re personal.

Why Understanding This Gives You an Unfair Advantage

The best CEOs don’t just fight harder. They think deeper. They know that winning in business isn’t about being the loudest voice in the room it’s about understanding what’s REALLY happening under the surface.

They ask:?

? What’s truly triggering this fight??

? Is this about logic or emotions??

? What hidden fear is controlling this person’s reaction?

Master this skill, and you won’t just win arguments you’ll win power.

How to Spot and Solve These ‘Fake’ Conflicts Before They Destroy Deals

1. Read Between the Lines

When someone aggressively pushes back on an idea, listen beyond their words. Are they genuinely concerned about the business? Or are they feeling threatened, insecure, or out of control?

Example: A senior executive rejects a new marketing strategy. Not because it’s bad, but because he’s afraid it will expose his outdated skills. If you recognize this, instead of pushing harder, you position the change as an opportunity to elevate his status.

? Business saved. Ego preserved. Conflict avoided.

2. Identify the Core Emotion Driving the Conflict

Most business conflicts boil down to these hidden emotional triggers:

• Fear (of failure, of looking weak, of losing control)
• Pride (not wanting to be ‘wrong’)
• Validation (needing to feel important, respected, or in charge)
• Past Trauma (authority issues, abandonment wounds, perfectionism)

Your job? Find out which one is at play.

3. Change the Frame, Change the Outcome

Once you identify the real issue, reframe the conversation.

Example: A co-founder is fighting to keep a failing product alive not because it’s a good idea, but because shutting it down feels like personal failure. Instead of debating the numbers, shift the frame: “Killing this now isn’t failure. It’s making room for something better.”

? Suddenly, resistance turns into agreement.

4. Use Empathy as a Business Weapon

People aren’t rational. They’re emotional. The best leaders don’t just debate facts they navigate emotions.

• Instead of saying, “Your idea won’t work,” say, “I see what you’re trying to achieve. What if we tested a different approach?”
• Instead of arguing over strategy, say, “I get why this matters to you. Let’s figure out a way to make it work for both of us.”

?? When people feel understood, they stop fighting and start collaborating.

This Skill Will Make You Unstoppable

Business isn’t just about numbers it’s about people. And people are driven by emotions, not spreadsheets.

If you can decode what’s REALLY happening in a conflict, you won’t just close deals you’ll build trust, influence, and power.

?? Want to master conflict resolution for high-stakes business?